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    HR Case Submission - DivyaMuraleedharan - EPGP-12C-036

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    Divya Muraleedharan
    Heather's poor performance as a trainer stems from a lack of procedural knowledge rather than declarative knowledge. While she has strong theoretical knowledge about designing classes and modeling behavior, she lacks hands-on experience in the topics she is training. This makes it difficult for her to answer specific, scenario-based questions from trainees. Her performance could also be improved by being more accessible and receptive to trainees to allow for more discussion, feedback, and content refinement. The manager recommends Heather gain practical experience through job rotations or workshops with trainees to strengthen her training content and make it more relevant.

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    HR Case Submission - DivyaMuraleedharan - EPGP-12C-036

    Uploaded by

    Divya Muraleedharan
    85 views2 pages
    Heather's poor performance as a trainer stems from a lack of procedural knowledge rather than declarative knowledge. While she has strong theoretical knowledge about designing classes and modeling behavior, she lacks hands-on experience in the topics she is training. This makes it difficult for her to answer specific, scenario-based questions from trainees. Her performance could also be improved by being more accessible and receptive to trainees to allow for more discussion, feedback, and content refinement. The manager recommends Heather gain practical experience through job rotations or workshops with trainees to strengthen her training content and make it more relevant.

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    vPerformance management case study

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    HR Case Submission_DivyaMuraleedharan_EPGP-12C-036 (1)

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    Heather's poor performance as a trainer stems from a lack of procedural knowledge rather than declarative knowledge. While she has strong theoretical knowledge about designing classes and modeling behavior, she lacks hands-on experience in the topics she is training. This makes it difficult for her to answer specific, scenario-based questions from trainees. Her performance could also be improved by being more accessible and receptive to trainees to allow for more discussion, feedback, and content refinement. The manager recommends Heather gain practical experience through job rotations or workshops with trainees to strengthen her training content and make it more relevant.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    85 views2 pages

    HR Case Submission - DivyaMuraleedharan - EPGP-12C-036

    Uploaded by

    Divya Muraleedharan
    Heather's poor performance as a trainer stems from a lack of procedural knowledge rather than declarative knowledge. While she has strong theoretical knowledge about designing classes and modeling behavior, she lacks hands-on experience in the topics she is training. This makes it difficult for her to answer specific, scenario-based questions from trainees. Her performance could also be improved by being more accessible and receptive to trainees to allow for more discussion, feedback, and content refinement. The manager recommends Heather gain practical experience through job rotations or workshops with trainees to strengthen her training content and make it more relevant.

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    HR – Performance and Talent

    Management

    CASE 1
    Diagnosing the Causes of Poor Performance

    Submitted By: Divya Muraleedharan

    Roll Number: EPGP-12C-036

    Section A

    Date: 16 Apr 2021


    Question 1. You are Heather’s manager. In your opinion, what is causing Heather’s poor
    performance? Is it due to a deficiency in declarative knowledge or procedural knowledge?

    As stated in the case, Heather’s strengths include:


    - Excellent knowledge of designing a class
    - Incorporation of behavioral modeling
    - Knowledge of good communication, networking aspects etc.

    It can be understood that she is good in declarative knowledge.

    But as the participants’ rating reveals, she lacks procedural knowledge. Case does not give details of
    Heather’s background and whether she has any hands on knowledge in the area she is giving training on.
    Lack of real time knowledge could be the reason why she is unable to answer the specific, scenario based
    questions.

    Another aspect of her overall approach is her lack of accessibility for her participants. If she would have
    been ready to be available for additional discussions, more clarifications could be provided, and it could
    have been a win-win situation.

    Considering all these facts, we can understand that Heather lacks procedural knowledge though her
    theoretical concepts could be strong. Hence the lack of performance could be primarily attributed to

    - Lack of sufficient hands on knowledge


    - Lack of willingness to listen to the participants and engage in meaningful conversations
    - Lack of pro-activeness in leveraging the opportunity to learn from the participants on the
    practical issues they are going through and modify her materials accordingly.

    Question 2: What can be done to remedy the performance problem?

    Few steps Heather can work on with the help of her manager are:
    1. Strengthen the training content
    o Work out an opportunity to do “Walk In the Shows” or rotation in the personas for which
    the training programs are designed for.
    o Pre-Workshops with few trainees to get the pulse and modify the programs accordingly
    o Feedback collection immediately after the program and collect improvement suggestions
    qualitatively
    2. Improvement in behavioral aspects
    o Heather can work on being more receptive towards working more with the participants
    and their ideas
    o Develop an active participation with the trainees and willing to evolve the content
    o Set the expectations with the trainees on how they can reach out and further discuss.
    -

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